Employee Engagement and Retention
An organization is experiencing low morale and decreased performance due to recent budget cuts and staff shortages. Which offering should HR recommend to most notably boost morale and performance among employees?
A. More communication and feedback
B. New office equipment and work tools
C. Certificates of achievement and rewards
D. Flexible work schedules
A. More communication and feedback
Which term describes the strategic process for integrating a new employee into a company and its culture?
A. Candidate sourcing
B. Appraisal
C. Onboarding
D. Employee engagement
C. Onboarding
Which is the primary goal of an organization’s diversity and inclusion efforts?
A. To respond to pressure from labor unions
B. To comply with labor laws
C. To develop diverse perspectives
D. To brand the organization
C. To develop diverse perspectives
An employee-requested schedule that differs from the core hours established for their department/division/work unit, subject to supervisor approval and operational demands.
Alternative Work Schedule (AWS)
Which is considered a best practice for sustaining engagement efforts over time?
A. Separate engagement from business results.
B. Commit short-term with a set review and renewal cycle.
C. Connect engagement to business results.
D. Focus measurements efforts on qualitative data sources.
C. Connect engagement to business results.
A. Explain to them how it identifies the linkage between tasks and company goals by documenting the accurate and relevant description of jobs and Knowledge, Skills, and Abilities.
B. Ensure that HR has realistic tools to coordinate with competitors’ salary surveys.
C. Describe how it creates a platform for organizational development.
D. Identify how job analysis provides a forum for engagement discussions with employees.
A. Explain to them how it identifies the linkage between tasks and company goals by documenting the accurate and relevant description of jobs and Knowledge, Skills, and Abilities.
Which statement best describes how organizations have evolved in their definition of diversity?
A. From focusing on legal compliance to focusing on ethical and moral values.
B. From a defensive, compliance-based view to that of a strategic asset.
C. From considering only racial and cultural differences to also including gender-based differences.
D. From a cultural relativism perspective to one of universalist values.
B. From a defensive, compliance-based view to that of a strategic asset.
The status of an employee who serves at the discretion of MCCCD and who may be terminated from employment with or without notice and with or without cause, with no right of grievance or hearing.
At-Will Employment
When considering employee engagement’s impact on profitability, what two major factors does engagement lead to?
A. Focused employees and increased efficiency
B. Customer focus and customer loyalty
C. Committed employees and focused employees
D. Committed employees and retained employees
C. Committed employees and focused employees
Which recruitment metric can help to assess the economic value of filling an open position?
A. Human capital return on investment
B. Key talent retention
C. Cost per hire
D. Success ratio
C. Cost per hire
Which workplace solution would help address wage and career achievement gaps while also attracting a more diverse workforce?
A. Cultural taxation
B. Inclusive events calendars
C. Quiet or prayer rooms
D. Gender-neutral paid parental leave
D. Gender-neutral paid parental leave
This Federal law provides employees and the employee’s family who lose health benefits the right to choose to continue group health benefits provided by the employee’s group health plan for limited periods of time under certain circumstances such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events.
Consolidated Omnibus Budget Reconciliation Act of 1986 or (COBRA).
Which practice for improving employee retention would best mitigate future loss of high-performing (HP) employees?
A. Implementing programs for job enlargement and enrichment for HP employees
B. Conducting a root cause analysis of why HP employees stay at or leave the organization
C. Providing increased benefits, incentives, and perquisites to HP employees
D. Benchmarking the organization’s salaries against those of its competitors
B. Conducting a root cause analysis of why HP employees stay at or leave the organization
How should non-selected candidates be handled under ideal circumstances?
A. Do not engage them once they have been eliminated
B. Wait to notify them all until an offer has been accepted by the chosen candidate
C. Prompt notification via personal phone call or letter
D. Prompt notification via standardized rejection letter
C. Prompt notification via personal phone call or letter
An employee is strongly in favor of diversity, equity, and inclusion (DE&I) and believes that the organization as a whole is an excellent role model in this area. Which is the clearest sign that the employee may have some unconscious biases in regard to DE&I?
A. The employee is straight, white, and male and cannot help having some unconscious biases.
B. The employee tells a supervisor privately that a new coworker, who is a person of color, doesn’t seem very good at their job.
C. The employee expresses an opinion that if there are pay inequities, pay cuts for groups that are overpaid should be made during a business downturn.
D. The employee briefly expresses impatience with people who provide their preferred pronouns when they introduce themselves.
D. The employee briefly expresses impatience with people who provide their preferred pronouns when they introduce themselves.
This Federal law provides minimum standards for both wages and overtime entitlement and describes administrative procedures by which covered work time must be compensated.
Fair Labor Standards Act of 1938 or (FLSA).
In 2015, the Walter Hobbs Company turnover rate was 74%. The HR director would like to know if a new Corporate Social Responsibility program has impacted the retention rates for 2016 and 2018. Which formula should the HR director use?
A. (Employed employees for the entire measurement period/Number of employees at the start of the period) x 12 months
B. (Employed employees for the entire measurement period of the prior year/Number of employees at the start of the period) x 50%
C. (Employed employees for the entire measurement period/Number of employees at the start of the period) x 100
D. (Number of separations/Average number of employees during that same time period) x 100
C. (Employed employees for the entire measurement period/Number of employees at the start of the period) x 100
Which onboarding activity would be the best way to help a management new hire understand and navigate the cultural and political landscape of the organization during the first 90 days on the job?
A. Assigning meaningful work as soon as possible and clearly communicating responsibilities
B. Providing training on internal systems and general operating practices
C. Regularly assessing professional development goals and formally tracking progress
D. Fostering organizational relationships and providing frequent opportunities for open discussions
D. Fostering organizational relationships and providing frequent opportunities for open discussions
You are HR business partner at National Lampoon, a large telecommunications company. Your boss, the HR vice president, has been informed by senior leadership that the firm is ready to commit to advancing diversity, equity, and inclusion. Currently, the workforce is not particularly diverse, and tackling this is a primary objective of the leadership team. As a result, HR needs to work to hire a diverse workforce as quickly as is feasible.
To achieve this goal, new hiring processes must be created and implemented. You must partner with your divisional president to ensure that the hiring process successfully meets the wide and performance-specific needs of the organization while also meeting the company’s new DE&I goals.
You wish to pilot a new plan for hiring managers to use. How can you best implement this plan?
A. Ask senior executives to assume responsibility for the implementation of the plan, relying on their authority to encourage compliance.
B. Implement the plan without allowing the hiring managers to provide input, given that HR has the DE&I expertise and the goal is to increase DE&I.
C. Explain the goals of the plan but leave implementation up to the hiring managers, since they have a better tactical feel for the hiring process.
D. Involve hiring managers and senior leadership in the pilot program development and implementation, sharing accountability between all groups.
D. Involve hiring managers and senior leadership in the pilot program development and implementation, sharing accountability between all groups.
Reporting or otherwise expressing opposition to, misconduct based on a reasonable belief that the misconduct has occurred. Or, honestly participating in an investigation of misconduct or accessing conflict resolution services.
Good Faith Participation